strengths-based management for...

3/21/2016

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Copyright © Ottum Enterprises, LLC 2016

Strengths-Based

Management for Improved

ProductivityWayne Ottum

President, Ottum Enterprises, LLC

APWA Spring 2016

Author of the Lead from Strength™ Method of Business Management


A little background…

30+ year career in business and personal development...

18+ year career as a business consultant...

Now in our 13th year…

Education…

Bachelor’s in secondary education…

Master’s in Organizational Management…

Author of “Live from Strength”

Lead from Strength™: A unique approach to business management and success…

Successfully applying to the private and public sector!

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What You Will Learn Today

What is leadership… A clear definition…

The Lead from Strength™ principles…

The three sides of leadership...

The three intrinsic characteristics that make up your unique gifts...

The three components of leadership in action…

HOW to implement the principles in your

management team for improved

productivity…

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Leadership vs. Management

Leadership Management

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Leadership: A working definition…

“Leadership is the art of getting someone

else to do something you want done because he wants to do it.”

General Dwight Eisenhower

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The Three “Sides” of Leadership6

Leadership

The Leader

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Extraordinary Leadership is...

Understand yourself (the leader) and the

unique gifts you bring to the table...

Understand the followers and what they

bring to the table...

Understand the situation and define and

communicate what is needed for

success...

Use your unique gifts to guide and inspire

the followers to achieve success in a

given situation...

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Understanding Ourselves and Our

Followers: Our Unique Gifts…

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Unique

Gifts

Natural Talents

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Themes of Talent (Strengths)

Based on research done over 10+ years by

Gallup organization...

Developed 34 “themes of talent:”

A natural way of thinking, feeling or behaving.

Practice, skill and knowledge development

can lead to true STRENGTH...

Test determines top 5 themes of talent...

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Strengths vs. Weaknesses

Perceived Weaknesses

Those which OTHERS perceive in

us.

Are generally when we take our

unique gifts to EXTREME!

Overcome by learning to

manage our unique gifts.

60-75% of weaknesses people self-

identify.

Actual Weaknesses

TRUE INABILITY: MAY become

strengths, but at what cost?

Managed by letting go and

delegation. 20-30% of self-

identified weaknesses.

TRUE WEAKNESS: Negative

thoughts, attitudes and beliefs.

Can be managed or overcome

with “counter-positive” thoughts,

attitudes and beliefs! 5-10% of self-

identified weaknesses.

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Learning Style: The Basics

Based on models developed by Neil Fleming

(VARK)/NLP.

How you naturally learn, process information

and communicate.

Four basic styles...

Visual

Auditory

Kinesthetic

(Optional) Read/Write

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Motivation Style: The Basics

Motivation: The desire to act.

Basic FACT: Motivation is an inside job.

Daniel Pink (“Drive”): All of us are motivated for autonomy, mastery and purpose.

David McClelland: We are uniquely motivated (hardwired by age 17) to act in one of 3 dominant needs:

To Achieve: get things done

For Affiliation: connection, togetherness or appreciation

For Power: control over outcome, those involved or process

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Leadership Key: Unique Gifts

Lead from your unique styles.

Align others to theirs.

Tap into the common motivations of all

and eliminate “de-motivators.”

Alignment brings…

A natural drive to lead.

A natural drive for followers to act to achieve organizational objectives… As if they want to do it!

An improved likelihood of success AND fulfillment.

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Understanding the Situation: The 5

Factors of Situational Analysis…

Clearly define the situation:

The who, what, why, when, and where…

Vision of the desired outcome…

Skills needed to achieve outcome…

Resources needed (human, strengths, $,

tools, etc.)…

Actions needed (the plan) to achieve

vision…

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Leadership in Action: Guiding and

Inspiring Success

“In business, words are words; explanations

are explanations, promises are promises,

but only performance is reality.”

Harold S. Geneen

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Performance Management…

A basic truth!

When people don’t have the information they

need to perform productively, they…

Make it up…

And they make it up to benefit…

THEMSELVES

Thus, we need to guide and inspire focused,

purposeful and intentional productivity…

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What is Productivity?17

EffectivenessEffectiveness EfficiencyEfficiency ProductivityProductivity+ =

Doing the Right Things Doing Them Well

AuthorityAuthority+

The Power to Do Them


What is Performance?18

ResponsibilityResponsibility AccountabilityAccountability PerformancePerformance+ =

Doing the Right Things Doing Them Well

AuthorityAuthority+

The Power to Do Them

Being Productive…

All in the context of a specific role with defined

Responsibility, Accountability and Authority.

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Leadership in Action…19

Leadership in

Action

ResponsibilityWhat You Do


Responsibility

Clearly listing and defining what is

to be done.

A list of tasks and deliverables to

accomplish.

Always defined with an action

verb such as “build, design,

manage, conduct, sell,” etc.

Examples:

Build a mockup of the

construction project.

Market and sell our services to

new customers.

Design the construction project.

Manage the schedule and

resources.

Conduct research into the

feasibility of the project.

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Accountability

The MEASURE or standard of performance of the tasks or deliverables.

Defined in measurable terms.

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Examples:

Build a mockup of the project according to current architectural design standards by March 31st.

Acquire 1 new project per month.

Design the project to meet client specifications by June 30.

Manage the schedule to meet the project deadline and within budget.

Conduct the research using quantitative methodologies to create a 90% certainty in the research results by May 31st.


The Four Types of Performance

Measures

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Quality

Quantity

Timeliness

Cost Effectiveness

How well the work is performed or how

effective is the final product. Accuracy,

appearance, usefulness or effectiveness.

Objective or Subjective.

How much work is produced. Number of

units produced or sold or an allowed error

rate.

How quickly, when or by what date the

work is produced.

How much money is spent, saved or produced.

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Authority23

Authorized

Consult

Inform

Approval

Fully able to make the decision. May or

May Not be able to delegate.

Must (or should) consult others prior to the

decision, but has ultimate final authority.

Must inform others of the decision, usually

as soon as practical once the decision is

made.

Must obtain approval from others (generally

a supervisor) prior to making a decision.


Applying the Three “Sides”

Define Productivity:

Effectiveness = Responsibility: WHAT needs to be done…

Efficiency = Accountability: HOW things are done…

Authority = WHO makes decisions…

Assign actions and deliverables to roles.

Define position (role) descriptions for each role.

Develop a performance management plan.

Work the plan.

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Defining Productivity: Organizational

Processes

Define the Major Steps

(Milestones or Objectives) to be

Completed…

Define the Order of Completion

(Process)

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Assign Actions and Deliverables to

Roles

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Define the Actions and Deliverables

Define the Role Accountable for Each Objective

Define the Role(s) Accountable for Each Action and Deliverable

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Develop Roles and Role Descriptions27


The Performance Management Plan

and Cycle

Strategic Plan

Organizational Objectives

Departmental Objectives

Individual Objectives/Plans

Ongoing Performance Feedback

& Rewards

Annual Performance Evaluation

Performance Incentives &

Rewards

Strategic Plan

Organizational Objectives

Departmental Objectives

Individual Objectives/Plan

Ongoing Performance

Feedback

Annual Performance

Evaluation

Performance Incentives &

Rewards

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Strengths-Based Management that

Leads to Improved Productivity…

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Leadership

The Leader

Unique

Gifts

Natural Talents

Leadership

in ActionResponsibility


Questions?

Thank You!

Wayne H. OttumPresident

Ottum Enterprises, [email protected]

206.351.4656www.ottumenterprises.com

@OttumEnterprise or @WayneOttum on Twitter

Connect with me or Like us on Facebook

Connect with me on LinkedIn

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